1, human resource planning. Combined with the enterprise development strategy, through the analysis of enterprise resources and human resources management, we can find the focus and direction of future human resources work, formulate specific work plans and programs, and ensure the smooth realization of enterprise goals.
2. Recruitment and configuration. According to the requirements of business strategic planning, recruit excellent and suitable people into the enterprise and effectively deploy them, and put the right people in the right positions.
3. Wages and benefits. Through the analysis of the existing salary and the formulation of salary policy, a scientific and reasonable salary structure is established to improve the effectiveness of the company's salary under the premise of reasonable cost control.
4. Performance appraisal. With the help of an effective performance management system (including scientific assessment indicators, reasonable assessment standards, and salary and welfare distribution and reward and punishment measures corresponding to the assessment results), people in daily work, their work status and work results are observed, recorded, analyzed and evaluated purposefully and organized to reflect their relative value or contribution in the organization.
5. Training and development. Organize effective training, maximize the potential of employees, help new employees adapt and be competent as soon as possible, and help on-the-job employees master the new skills they need. The training content includes corporate culture training, rules and regulations training, job skills training and management skills development training.
6. Employee relations. Establish, maintain and improve the relationship between the company and employees, promote the communication between ordinary employees and management, and coordinate the internal relations of employees.
Second, the work content
1. Collect, analyze and count the current information of enterprise human resource management; Enterprise personnel supply and demand analysis, enterprise organization adjustment analysis; According to the analysis data and results, combined with the enterprise strategy, formulate the future human resources work plan; The compilation and implementation of human resource management cost budget, the formulation and improvement of enterprise human resource system and policy.
2. Demand analysis, budget formulation and recruitment plan formulation; Publish and manage recruitment information; Screening resume, interview notice, interview preparation and organization and coordination; Implement interview process, analyze and evaluate interview results; Determine the final candidate and notify the employment; Archive the interview materials, manage the reserve files and update them in time.
3. Pay survey, formulate competitive pay and welfare system, reasonable pay structure, pay classification and pay strategy; Timely adjust the company's salary plan, business performance appraisal plan and employee salary increase reward plan; Salary and welfare budget; Control and management of salary system; Daily wage accounting and payment of wages and benefits.
4. Establish an effective performance management system and formulate and revise the performance appraisal scheme; Responsible for the organization, statistics, analysis, application and filing of monthly, quarterly and annual assessments; Responsible for checking employee performance appraisal results and correcting abnormal results; Regularly revise the company's performance management measures; Accept employee performance appraisal complaints.
5. Understand the company's internal training needs, prepare training plans, develop training courses, and establish and improve the training system; Organize training materials and develop and utilize training auxiliary facilities; Design a training evaluation system and track the feedback after training; Guide all relevant departments to implement various training plans; Control training expenditure; Manage trainers, supervise and evaluate their working methods and work effects.
6. Maintain and publicize corporate cultural values, organize and promote cultural and recreational activities, such as planning and organizing various activities and gatherings, and publishing publications regularly; Handling of employees' weddings and funerals and all kinds of abnormal emergencies; Accept employee complaints, handle internal labor contradictions and disputes, and provide legal and psychological consulting services and help.
Extended data:
Human resources are the most important strategic resources for enterprises to achieve outstanding performance. The competition between products and services, to a certain extent, is the competition of human resources quality of enterprises, and its human resources management shows the following characteristics:
First of all, combine human resource planning with strategic objectives and action plans of enterprises;
Second, the design of jobs and positions should help promote enterprise innovation;
Third, the salary system should adapt to high-performance work;
Fourth, attach importance to and advocate teamwork;
5. Empower employees and teams to make decisions related to quality and customer satisfaction;
6. Invest heavily in training and education;
7. Create a safe, civilized and beneficial working environment for the development of employees;
Monitor the effectiveness of human resource management and measure employee satisfaction.
References:
Baidu Encyclopedia-Six modules of human resource management